Notes:
From the seminar held at CDM on 5 Mar 14
Words in
parenthesis ( ) are inserted by Aerial View to make for easier reading.
Certain
parts, such as salutations have been edited out but the gist has been re-typed
intact.
De-linking of Pay Scales from Ranks
Gp Capt S Bhaskaran
1…………….. This
project was sponsored by Army Pay Commission Cell and was ratified by
TRIPAS…..The aim of this project was to wok out a suitable method of de-linking
the pay scales from the rank and to explore the feasibility of having a
separate pay commission for the Armed Forces or conjoining it with (the)
Central Pay Commission.
2. De-linking of pay scales from ranks and
officers, the team considered two main issues – the status and financial parity
with IAS/IPS/Other Organised Group ‘A’ Services and the Non-Functional
Upgradation (NFU) as implemented for IAS/IPS/Organised Group ‘A’ Services. What
are the issues with status and functional parity? The Armed Forces are severely
disadvantaged in the promotional avenues due to our steep pyramidal rank
structure. The length of service for promotion in Armed Forces compared to
IAS/IPS/Organised Group ‘A’ Services is very long. Also we have two ranks i.e.
Lt Col and Brig which make it difficult to make one to one relativity with other
services as such. Before I proceed further, let’s view the cadre strength of
IAS/IPS/Organised Gp ‘A’ Services and that of Defence Services as shown below.
This data has been extracted from DOPT website and other open sources.
Cadre
Strength: IAS/IPS/Gp A & DEFENCE FORCES (Officers)
|
||||||||
Apex Scale
|
HAG+
|
HAG
|
SAG
|
JAG
|
STS
|
JTS
|
Total
|
|
IAS
|
252
|
897
|
1489
|
1569
|
458
|
581
|
5246
|
|
IPS
|
54
|
202
|
489
|
496
|
1328
|
2151
|
4720
|
|
Gp A
|
20
|
29
|
331
|
1771
|
3506
|
4307
|
4296
|
14260
|
Def
|
26
|
39
|
78
|
429
|
40740
|
10213
|
5612
|
57137
|
3.
The pay equivalence over the previous
few pay commissions was also studied by the team. As can be seen from the
tabulation below, that in the Fourth CPC there was an integrated pay scale from
2nd Lt to Brig. However the top of the scale for Brigadier was
pitched at Rs 5100 whereas for DIG it was Rs 6100. In the 5th CPC,
the JTS was equated with a Lt, STS equated with Maj. However, in the 6th
CPC, JTS was equated with a Lt, STS above Capt and a Major was placed below
Junior Administrative Grade with lesser Grade pay.
PAY EQUATIONS
IN PAY COMMISSIONS
|
||||
Civ Grade
|
III CPC
|
IV CPC
|
V CPC
|
VI CPC
|
JTS
|
2nd
Lt & Lt
|
Lt &
Capt
|
Lt
|
|
STS
|
Capt/Maj
|
Integrated
pay scales from 2nd Lt to Brig
|
Maj
|
Above Capt
|
JAG
|
Lt Col
|
Lt Col
|
Maj
(<GP)
|
|
NFSG
|
Col
|
Col
|
Col (Dir)
|
|
DIG
|
Brig
|
Brig
|
Brig
|
|
SAG
|
Maj Gen
|
Maj Gen
|
Maj Gen
|
Maj Gen
|
HAG
|
Lt Gen
|
Lt Gen
|
Lt Gen
|
Lt Gen
|
Secy
|
Army Cdr
|
Army Cdr
|
Vice Chief
& Army Cdr
|
Vice Chief
& Army Cdr
|
Cab Secy
|
Service
Chiefs
|
Service
Chiefs
|
Service
Chiefs
|
Service
Chiefs
|
4. The pyramidal structure of Armed Forces
arrived at from the sanctioned strength of the Army, Navy and Air Force placed
below. It clearly brings out that only 0.82, 0.68 and 0.75% of officers reach
the rank of Maj Gen, R Adm and AVM in the Army, Navy and Air Force
respectively. Only 0.005% reaches the top of the pyramid.
PYRAMIDAL
RANK STRUCTURE IN THE ARMED FORCES
|
||||||||
Nos
|
ARMY
|
NAVY
|
AIR FORCE
|
TOTAL
|
||||
No
|
%
|
No
|
%
|
No
|
%
|
No
|
%
|
|
Gen
|
1
|
0.005
|
1
|
0.005
|
1
|
0.005
|
3
|
0.005
|
Lt Gen
|
90
|
0.25
|
20
|
0.23
|
20
|
0.24
|
140
|
0.25
|
Maj Gen
|
295
|
0.82
|
60
|
0.68
|
74
|
0.59
|
429
|
0.75
|
Brig
|
1117
|
3.12
|
273
|
3.10
|
211
|
1.69
|
1601
|
2.80
|
Col
|
4762
|
13.29
|
547
|
6.21
|
872
|
6.97
|
6181
|
10.82
|
Lt Col
|
9996
|
27.91
|
2724
|
30.93
|
3840
|
30.70
|
16560
|
28.98
|
Major
|
10007
|
27.94
|
2476
|
28.11
|
3915
|
31.29
|
16398
|
28.70
|
Capt
|
6333
|
17.68
|
1304
|
14.80
|
2576
|
20.59
|
10213
|
17.87
|
Lt
|
3218
|
8.98
|
1403
|
15.93
|
991
|
7.92
|
5612
|
9.82
|
Total
|
35819
|
100
|
8808
|
100
|
12510
|
100
|
57137
|
100
|
5. How do fare against IPS? While 96% of our
personnel account for ranks from 2nd Lt to Col, only 4% rise above
Col. In IPS, close to 26% rise above DIG
COMPARISON
OF CADRE STRENGTH:
ARMED FORCES
VS. IPS
|
|||
Armed
Forces
|
IPS
|
||
4%
|
Gen
3
0.005
|
26%
|
DGP
54
1.14
|
Lt Gen
140
0.25
|
ADG
202
4.27
|
||
Maj Gen
429
0.75
|
IG
499
10.54
|
||
Brig
1601
2.8
|
DIG
496
10.48
|
||
96%
|
Col
6181
10.82
|
74%
|
SP
1328
28.07
|
Lt Col
16650
28.98
|
Below SP
2151
45.47
|
||
Major &
Below
32223
56.40
|
|||
6. The study team also carried out analysis
of other Gp A Services both technical and Nom-technical…………The shape of the
pyramid varying with each cadre with Armed Forces being the steepest.
Similarly, the number of years taken for promotion to various ranks in Armed
Forces, IAS and IPS reveals that till the rank of Major equivalent, we are
doing better. Thereafter, our officers reach the rank of Lt Col where there is
no equivalence. Tables turn the other way thereafter. While it takes 19 years
in Services to reach Col equivalent rank, in IAS and IPS the rank of Director
and SSP is reached in 13th year of service. Further, it takes 26
years to become a Brigadier whereas in IPS one becomes DIG in 14th
year of service.
7. We also compared ourselves with the other
Gp ‘A’ Services. How much time does it take to be promoted in those ranks? The
time taken for all these services for promotion in each grade was studied by
the team. While it takes 12 years for them to reach Director rank, for us it
takes 16 years. For SAG, they take 22 years while we take 32 years. And
thereafter, we take 36 long years to reach HAG/HAG+ grade. It is no better when
we compare ourselves with Technical Gp ‘A’ Services. Here again, we seem to
have lost the edge. We also compared ourselves with Health Services, just to be
sure that we are at an advantage. But there also, times taken for promotions by
Health Services are much better than us. Finally, the team compared ourselves
with other services, and thankfully we found ourselves somewhat closer to them.
It takes 16 years for these services to reach the level of Director, whereas we
take 16 to 19 years. For SAG, they take 32 and us 30 years. For HAG both take
close to 36 years.
8. Having examined all these issues, the
team also compared the Armed Forces with Central Armed Police Forces (CAPF). Here
again the Armed Forces are better till the rank of Lt Col. In the Col rank
parity sets in and tables turn in Brigadier’s rank.
9. The retirement profile of various services
was analysed by the team and we found out that 96% of our population retire at
Grade Pay of Rs 8700/-, 2.8% at Rs 8900/-, one percent at Rs 10000/- and only
0.2% at HAG/HAG+. Whereas for IAS and IPS, the structure is a reverse of this image.
Even for organised Gp ‘A’ tech and Non-tech Services close to 95 and 88 percent
respectively retire with Grade Pay of Rs 10000/-. Having seen all this, the
study team examined the non-functional upgradation as it is applicable with Gp
‘A’ Services. The NFU is based on empanelment and posting of a particular batch
of the IAS officer in the Centre under the Central Staffing Scheme. Grant of
NFU is applicable for the ranks in PB-3 (Deputy Secy/Director), PB-4, and HAG
(Addl Secy and equivalent). Upgradation granted under these orders is purely
non-functional and personal to the officer and would not bestow any right to
the officer to claim promotion or deputation benefits. Grant of NFU cannot
entail the officer to claim a higher status on functional basis due to higher
GP. All the prescribed eligibility criteria and promotional norms including
‘benchmark’ for upgradation to a particular GP would have to be met at the time
of screening for grant of higher pay scale on non-functional basis and not
merely awarded on the basis of length of service. For example, this implies
that a Director equivalent officer in organised Gp ‘A’ service would be
eligible for a non-functional upgrade to JS equivalent ranks with GP of Rs
10000/- only if the officer meets all the eligibility criteria and promotional
norms applicable to that of the JS. The same Director equivalent officer who is
granted NFU of JS will be eligible for next NFU in HAG scale only if the
officer attains substantive rank of JS and meets all eligibility criteria and
promotional norms of that of the Addl Secy and equivalent who is in HAG scale.
If the officer does not attain the substantive rank of JS then he would
continue with previously granted NFU at a GP of Rs 10000/- and may even
superannuate at this GP.
10. What are the implications of NFU in Armed
Forces? It leads to a total lower emolument for the same length of service. A
Director in Organised Gp ‘A’ Service will be drawing a Grade Pay of Rs 10000/-
at 22 years of service. The financial gain would be about Rs 5000/- as compared
to the Armed Forces (one increment and difference in GP). Col (Select) of Armed
Forces continues in GP of Rs 8700/- till 26-29 years of service and GP of Rs
8900/- is applicable if he is promoted to the rank of Brigadier. Since 96% of
our officers will retire with GP less than Rs 8900/- they would thus naturally
draw a lesser pension. The non-grant of NFU in 6th CPC would
definitely affect the prospects in 7th CPC and needless to state,
privileges would also be depressed. The implication of grant of NFU to
organised Gp ‘A’ services are Command and Control issues in Joint Services
organisations and the trust deficit and uneasiness in the work environment need
to elaboration.
11. While considering various options related
to NFU, the study team considered factors such as promotional avenues for Armed
Forces, effect of grant of NFU to IAS, IPS, Org Gp ‘A’ services on the Armed
Forces, majority to be benefitted, eligibility for higher grade pay based on
length of service and functional efficiency at all ranks. The team came out
with four options as elaborated in succeeding paragraphs.
12. Option I is grant of NFU to officers of the
Armed Forces in the present form as approved for IAS/IPS/Organised Gp ‘A’
services. Herein, it is difficult to establish one to one comparison for grant
of NFU due to Lt Col and Brig ranks that
we have. Therefore, the team established parity for NFU based on the date of
commission with a lag of two years as applicable to other services. Therefore,
grant of NFU will be applicable only to next higher grade pay. It means a Lt
Col’s grade pay goes up to Rs 8700/-, Col upto Rs 10000/-, Brigadiers stabilise
at Rs 10000/- and a Maj Gen can hope to go to HAG scale. The details are
tabulated below: -
OPTION I;
NFU TO ARMED FORCES AS IMPLEMENTED FOR IAS/IPS/ORG Gp ‘A’ SERVICES
|
|||||||
ARMED
FORCES
|
IAS
|
||||||
Yrs of
service
|
Rank
|
Present GP
|
GP on NFU
basis
|
Equivalent
GP (Functional basis)
|
Years of
service
|
Rank
|
GP
|
0
|
Lt
|
5400
|
-
|
5400
|
0
|
JTS
|
5400
|
2
|
Capt
|
6100
|
-
|
6100
|
2
|
JTS
|
5400
|
6
|
Major
|
6600
|
-
|
6600
|
4
|
STS
|
6600
|
11
|
Major
|
6600
|
7600
|
7600
|
9
|
JAG
|
7600
|
13
|
Lt Col
|
8000
|
8000
|
8000
|
13
|
NFSG (Dir)
|
8700
|
15
|
Lt Col/Col
(S)
|
8000/8700
|
8700
|
Lt Col 8000
Col 8700
|
15
|
NFSG (Dir)
|
8700
|
22
|
Col (S)
|
8700
|
10000
|
8700
|
20
(18-20)
|
JS
|
10000
|
26
|
Col (S)/Brig
|
8700/8900
|
10000
|
Col 8700
Brig 8900
|
|||
32 and
beyond
|
Col (S)
Brig
Maj Gen
|
8700
8900
10000
|
10000
10000
HAG
|
Col (S) –
8700
Brig – 8900
Maj Gen –
10000
|
30
(25-30)
|
Addl Secy
|
HAG
|
36
|
Lt Gen
|
HAG/HAG+
|
-
|
HAG/HAG+
|
33
|
Secy
|
Apex
|
37
|
VCOAS or
CinC
|
Apex Rs
80000 fixed
|
-
|
Apex
|
|||
COAS
|
Rs 90000
Fixed
|
-
|
Apex
|
Cab Secy
|
90000
|
||
13. The advantage of this is that all officers
would be given the Grade Pay of Rs 8700/- at approximately 15-16 years of
service. However, NFU in the present form will be beneficial to a limited
number of officers, because (the) majority would retire at a Grade Pay of Rs
8700/- only.
14. Let us take a look at Option II. Herein we
wanted to modify or realign ourselves with civil services. A Major getting Rs
6600/- as GP and we proposed that a major with 9 years of service be given GP
of Rs 7600/- at par with his civilian counterpart. We also recommended that NFU
be given across the board without any ‘benchmark,’ however with a lag of two
years. While the model is placed below, the advantage of this scheme would be
financial gain for (the) majority of officers with assured GP of Rs 10000/-
which will further ensure higher pensions and higher privileges associated with
higher GP. This will also eliminate disparity in joint organisations and
improve the morale. The rank structure need not be disturbed and there is no
need to compare ourselves with IAS/IPS/Org Gp ‘A’ services. However, the
disadvantage would be that with allofficers assured 3 NFUs without ‘benchmark’
criteria, functional efficiency would be affected. There won’t be any
difference between Select and non-Select ranks: -
OPTION II –
WITHOUT ‘BENCHMARK’ CRITERIA
|
|||
Years of
service
|
Rank
|
Present GP
|
Suggested
GP for NFU
|
9
|
Major
|
6600
|
7600
|
13
|
Lt Col
|
8000
|
8000
|
15
|
Lt Col/Col
|
8000/8700
|
8700
|
16
|
Lt Col/Col
|
8000/8700
|
8900
|
22
|
Lt Col/Col
|
8000/8700
|
10000
|
26
|
Col/Brig
|
8700/8900
|
10000
|
32
|
Brig/Maj
Gen
|
8900/10000
|
10000
|
15. Therefore, we considered a third option,
NFU with Benchmark criteria: -
OPTION III
– WITH ‘BENCHMARK’ CRITERIA
|
|||
Years of
service
|
Rank
|
Present GP
|
Suggested
GP for NFU
|
9
|
Major
|
6600
|
7600
|
13
|
Lt Col
|
8000
|
8000
|
15
|
Lt Col/Col
|
8000/8700
|
8700
|
16
|
Lt Col/Col
|
8000/8700
|
8900
|
22
|
Colonel
(Select)
|
8700
|
10000
|
26
|
Col/Brig
|
8700/8900
|
10000
|
32
|
Brig/Maj
Gen
|
8900/10000
|
HAG
|
So here again
we wanted to rectify the anomaly of the Major’s rank and so we recommended
Major with 9 years service a GP of Rs 7600/-. NFU was granted with ‘benchmark’
criteria and a 2 year lag was considered. The advantage of the scheme was that
it ensure sustained minimum performance because we recommended that at every
stage, subject to minimum performance criteria based on last five years ACRs,
he will be granted NFU of the next higher rank. This will ensure sustained
minimum performance, higher privileges, financial gain for (the) majority of
people and higher morale. Again, the rank structure need not be altered and
disparity will be eliminated. However, against 22 years as recommended in the
previous model and without any difference between select and non-select rank,
which we may have to deal with.
16. Therefore, the last option – Option IV. The
last model considered how to overcome the disparity of Lt Col and Brig ranks.
These two ranks were found to be impediment in establishing relativity of ranks
since 3rd CPC and continues to be so till date. There is a problem
in implementing NFU in the form presently approved for IAS/IPS/Org Gp ‘A’
services because of these two ranks. Therefore, we considered dropping of these
two ranks to maintain status parity with IAS/IPS/Org Gp ‘A’ services. The logic
that we brought out was that the Commodore rank in the Indian Navy is only
notional. It is interchangeable. So, if these two ranks are dropped, the status
parity can be achieved but financial parity cannot be achieved. To rectify
that, we recommended grant of NFU as approved for IAS/IPS/Org ‘A’ services.
This model has been presented accordingly. The advantages are both status and
financial parity will be ensured, and the disparity will be eliminated. It will
lead to higher pension, higher privileges, and improved morale. However, the
major disadvantages are that it would lead to major re-shuffling of ranks,
command and control issues, increased financial burden to the Govt. NFU will be
granted subject to empanelment of same seniority as IAS officers under the
Central Staffing scheme. So we have recommended this option/model for cadre
rationalisation. Thus a separate extensive study on cadre rationalisation to
understand the re-structuring on command and control structure and functional
issues in all three services and the comparisons of other armed forces (the)
world over to factor in implications need be carried out prior to embarking on
this option.
OPTION IV–
CADRE RATIONALISATION WITH NFU
|
|||
Years of service
|
Rank
|
Re-structured GP
|
Suggested
GP for NFU basis
|
0
|
Lt
|
5400
|
-
|
2
|
Captain
|
6100
|
-
|
6
|
Major
|
7600
|
-
|
13
|
Colonel
|
8700
|
-
|
22
|
Col/Maj Gen
|
8000/10000
|
10000
|
32
|
Col/Maj Gen
|
10000/10000
|
HAG
|
36
|
Maj Gen/Lt
Gen
|
HAG/HAG
|
-
|
17. So the proposal that we made to TRIPAS and
Army Pay Commission Cell was the most preferred option – that is delinking of
the pay scale with the ranks with a benchmark criteria as given in Option III,
the parity with IAS officers be maintained instead of having two years lag and
implementation of the performance related incentives. Long term solution is to
carry out a feasibility study of cadre rationalisation. The historical
disadvantage of disparity needs to be eliminated once for all and grant of NFU
to achieve parity. Gentlemen, these were the recommendations made by CDM
team.
* * * * *
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